Dimensions Of Organizational Citizenship Behavior Research Articles

Redefining the organizational citizenship behaviour

PurposeThe purpose of this paper is to highlight the influence of organizational norms and job roles defined by organizations in the performance of organizational citizenship behaviour (OCB). To do so, the research proposes a model of OCB with the following dimensions: normative OCB and rule-bounded OCB on the basis of social exchange theory and role theory, respectively. Norms, roles and responsibilities of the organization vary from organization to organization. This paper reports the operational and empirical indicators of proposed dimensions of OCB, termed as discretionary OCB, normative OCB and rule-bounded OCB.Design/methodology/approachTo test the proposed dimensions, the study uses concept analysis, delphi technique, exploratory factor analysis and confirmatory factor analysis on multi-source data. It indicates criteria for Cronbach’s alpha reliability, test-retest reliability, convergent validity, discriminant validity and nomological validity for proposed dimensions.FindingsThe findings reveal two new dimensions of OCB. Besides an individual predisposition/voluntariness, employees exhibit OCB due to normative pressure in the organization and the overlapping of the contents of OCB with role and responsibilities. Self-driven, norms-driven and job-role-driven OCB will have different implications. The findings support the validity of the proposed OCB model and scale.Research limitations/implicationsThe research fills a theoretical gap and will have implications for the measurement of OCB. The model facilitates the identification of the factors of OCB. An organization can use the research model in culture building and promoting functional OCB in the organization as per the organization’s need. The limitations of the study are discussed.Originality/valueThere is no research to date exploring the normative and rule-bounded aspects of OCB. This is the only research to empirically examine the overlap between the contents of OCB and role description of employees. This paper is also original in its contribution in measuring the display of OCB among employees due to pressure from the norms prevalent in the organizations.

PENGARUH BUDAYA ORGANISASI TERHADAP PERILAKU KEWARGAAN ORGANISASI KARYAWAN

Organizational culture is one of the important things that must be considered by a company because it causes the appearance of organizational citizenship behavior in the employee. Positive organizational culture cause the employees felt like to do more work than what was required in the job description. This research aims to figure out the organizational culture, citizenship behavior, and how much influence from organizational culture into citizenship behavior employees in PT X. The method research is using quantitative research method. The data analysis method was used that classic assumption test, descriptive statistical analysis, simple correlation analysis, simple linear regression analysis, and hypothesis testing. The sample in this research of 120 respondents with the total population of 239 employees. Collecting data use questionnaire with the Likert scale and interview. The results showed the organization's culture is in the category both in terms of innovation and risk-taking, attention to detail, results-orientation, people orientation, team orientation, aggressiveness, and stability. Then the organizational citizenship behavior was used in this study is the dimension of organizational citizenship behavior of employees also are in good category seen from the behavior altruism, conscientiousness, Sportsmanship, courtesy, and civic virtue. The conclusion from this research that there is an influence of organizational culture on organizational citizenship behavior amounted to 79.3%.

Effects of Power Distance Diversity within Workgroups on Work Role Performance and Organizational Citizenship Behavior.

The purpose of this study was to analyze the effect of power distance diversity within workgroups, from the perspectives of work role performance and organizational citizenship behavior. A sample of 251 employees, from a multinational company’s subsidiary, was analyzed to determine the existence of relationships between power distance diversity, work role performance and organizational citizenship behavior. Results indicated two main findings. First, the most power distance diverse workgroups had a negative effect on the work role performance of the employees. Secondly, the most power distance diverse workgroups negatively influenced two dimensions of organizational citizenship behavior: altruism and civic virtue. In addition to the previous main findings, it was concluded that power distance had a negative impact within the workgroups of the organization that was studied. The development of this research made a significant contribution to the innovative research field of cultural dimensions’ relationship with the performance and the behavior of the employees. Additionally, this research is among the first to study the effects of power distance on the work role performance and the organizational citizenship behavior of employees.

Effect of job embeddedness on organizational citizenship behavior in nurses of level three hospital

Objective To investigate the status of job embeddedness and organizational citizenship behavior in nurses, and explore the effect of job embeddedness on organizational citizenship behavior. Methods A total of 540 nurses in level three hospital were recruited and interviewed by the job embeddedness inventory and organizational citizenship behavior scale. Results The average total scores of job embeddedness and organizational citizenship behavior in nurses were respectively (3.27±0.72) and (5.33±0.64). The scores of organization matching, organization connection, organization sacrifice were significantly positively related to the score of each dimensions of organizational citizenship behavior (r=0.311-0.465, P<0.05). Hierarchical regression analysis shew that the organization matching, organization connection, organization sacrifice of job embeddedness could explained 27.8% of the total variance of organizational citizenship behavior in nurses. Conclusions The job embeddedness and organizational citizenship behavior in nurses are in the medium level, and the job embeddedness is a influencing factor of organizational citizenship behavior, so the nurse managers can improve the level of organizational citizenship behavior by improving their job embeddedness. Key words: Nurse; Job embeddedness; Organizational citizenship behavior

Work Ethic and Work Outcomes in an Expanded Criterion Domain

Purpose The purpose of this study was to investigate relationships between dimensions of work ethic and dimensions of organizational citizenship behavior (OCB) and counterproductive work behavior (CWB).

سلوك المواطنة التنظيمي بالإدارة العامة للتعليم في منطقة الرياض

سلوك المواطنة التنظيمي بالإدارة العامة للتعليم في منطقة الرياض

The Relationship between Organizational Citizenship Behavior and Employee Engagement in Cement Industry in Egypt

The purpose of this study is to explore the relationship between employee engagement and organizational citizenship behavior (OCB) in Cement industry in Egyptian culture. Now days most of organizations give increase importance to employee engagement and employees’ satisfaction survey, all that because of the noticeable positive effects when applied. One of the most important consequences is the improving of citizenship behavior in the organizations. So we are trying to investigate the relationship between Employee engagement as independent construct and OCB as a dependent construct in a private cement company in Egypt. A sample of 350 employees is planned to be used supported by HR group of the Titan cement company in Egypt through using paper and pencil survey which designed to measure the vigor, dedication, and absorption as an Employee engagement dimensions, and to measure conscientiousness, altruism, courtesy, sportsmanship, and civic virtue as OCB dimensions without testing any mediating or moderating roles for other construct. Findings suggest that Employee engagement has a direct significant positive relationship between employee engagement and OCB for employees working in cement industry in Egypt. So, the final results of this study is to be ready and able to start collecting data and analyze it to find this relationship and to figure out if there are any differences between the literature results of other industries and cultures, and our results when applying in specifically cement employees and specially in Egypt culture

Role Clarity and Organizational Citizenship Behaviour: Does Tenure Matter? A Study on Indian Power Sector

Links between role and organizational citizenship behaviour (OCB) were already signalled in early studies. However, empirical validation on the relation between the two is still unavailable. Inspired by the theory of social exchange, this study explores the relation between role clarity and OCB’s dimensions in the Indian power sector. To further the analysis, the relation was moderated with tenure levels. This study is based upon the responses gathered from 300 Indian executives. Higher statistical tools, such as Bonferroni method, path analysis and subgroup analyses, are deployed with help of multiple group confirmatory factor analysis (MGCFA) to record the validated results. A significant relationship was found between role clarity and OCB dimensions. While, OCB dimensions recorded mixed results across tenure stages, they showed a general trend of increased score on higher tenure stage with role clarity as independent variable. Also, public organizations scored better than the private organizations on role clarity–OCB dimensions relationship. Findings along with implications and future scope are discussed in this article.

Change-oriented organizational citizenship behavior

PurposeThe purpose of this paper is to investigate the relationship between a challenging dimension of organizational citizenship behavior (OCB) and self-regulatory focus in an academic work setting. Job performance indicators were included to assess the nomological validity of regulatory focus measures.Design/methodology/approachData were collected using a questionnaire conducted with 251 Spanish academic workers. The data were analyzed using structural equation modeling.FindingsResults reveal the existence of positive relationships between promotion focus and two of the outcomes: change-oriented OCB and research-oriented performance-enhancement intention. On the other hand, prevention focus had only a significant relationship with teacher-oriented performance-enhancement intention.Research limitations/implicationsThe limitations of this research are twofold: on the one hand, further research should overcome the methodological limitations related with data gathering, looking for third-party measures of performance and favoring longitudinal data collection designs. On the other hand, more research is needed on the malleability of regulatory focus, defining models when prevention and promotion focus act as mediating variables.Practical implicationsIndividuals with high levels of promotion focus will put their efforts on the tasks which are more valued in the processes of tenure, promotion and compensation. On the other hand, individuals with high levels of prevention focus will tend to meet the minimum of requirements and accomplish salient job duties. That can be taken into account when defining human resource policies, giving a high weight in the assessment of tenure and promotion programs to the tasks where the organization wants their promotion focus individuals to center their attention.Originality/valueThis paper is one of the first efforts of validating the Regulatory Focus at Work Scale in organizational and academic contexts different from the initial validation study. The study also contributes to research on the antecedents of change-oriented OCBs, and defines new measures of intentions to perform in specific working activities.

Moderating role of psychological capital between perceived organizational support and organizational citizenship behavior and its dimensions

The present study examined the relationship between perceived organizational support (POS), psychological capital (PsyCap), organizational citizenship behavior (OCB) and its dimensions including organizational citizenship behavior towards individuals (OCBI) and organizational citizenship behavior towards organization (OCBO). PsyCap was proposed to moderate the relationship of perceived organizational support with OCB and its dimensions. Data were collected from a conveniently drawn sample (N = 325) of employees of public and private sector banks of Islamabad and Rawalpindi cities of Pakistan. Survey of Perceived Organizational Support (Eisenberger, Huntington, Hutchison, & Sowa, 1986), PsyCap Questionnaire (Luthans, Youssef, & Avolio, 2007) and Organizational Citizenship Behavior Scale (Lee & Allen, 2002) were used to measure the focal constructs of this study. Significant positive correlations were observed among all variables of the present study. Hierarchical regression analyses showed that psychological capital dampened the positive relationship of perceived organizational support with overall organizational citizenship behavior and its dimension of organizational citizenship behavior towards organization. Limitations and suggestions for upcoming studies have been discussed.

Linking Organizational Identification with Individual Creativity: Organizational Citizenship Behavior as a Mediator

This empirical study seeks to add depth and clarity to the research of individual creativity and combines it with reflections about organizational identification and organizational citizenship behaviors. The study results were based on the questionnaire data gathered from 177 employees working in 25 different textile companies in Istanbul, a major city of Turkey. Results from the current study showed that organizational identification positively affects individual creativity. Besides, organizational identification affects all dimensions of organizational citizenship behaviors which are conscientiousness, sportsmanship, helping and civic virtue. Furthermore, helping and civic virtue dimensions of organizational citizenship behaviors were found as mediator variables in the relationship between organizational identification and employees’ creativeness.

Moderating role of locus of control in the relationship between job satisfaction and organisational citizenship behaviour: a study of the Indian IT sector

The present study was conducted to explore the direct relationship of job satisfaction and locus of control (LOC) on four dimensions of organisational citizenship behaviour (OCB) i.e. interpersonal helping, individual initiative, personal industry and loyal boosterism. The purpose of the study was also to see if locus of control moderates the relationship between job satisfaction and the above mentioned dimensions of OCB. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample consisted of 449 IT professionals working in Delhi and National Capital Region. Hierarchical multiple regression analysis was used to analyse the data. The analysis showed that job satisfaction and internal locus of control was positively related to all dimensions of OCB. However, the moderating role of LOC was seen in the relationship of job satisfaction and only two dimensions of OCB namely individual initiative and personal industry. The present study has important implications for human resource development in the IT sector in India. Managers should use strategies to achieve high job satisfaction and OCB. They must be aware of the moderating role of different personality attributes on the relationship between job satisfaction and OCB.

Organizational Citizenship Behaviour: An Inevitable Behaviour in the Healthcare Sector

In India, quality healthcare is sought after by the service providers as well as the beneficiaries of the health sector. The former needs to be competitive while the latter needs better patient care. Such quality healthcare is possible, provided healthcare professionals make it available, accessible and affordable to all. This paper highlights the significance of the physicians who go that extra mile beyond their role expectation to make it all possible. This article clearly delineates the in-role and extra-role behaviours of physicians by using the prevalent dimensions of organizational citizenship behaviour (OCB). This facilitates in understanding the crucial role played by them in providing high quality patient care. This paper suggests that quality health care for all is no more a myth if every physician goes above and beyond the call of duty with utmost integrity. Considering that the Indian healthcare sector is demand driven, there is a need for OCB to ensure better patient care and satisfaction.

Conceptualization and Operationalization of an Altruistic and Egoistic Continuum of Organizational Citizenship Behavior Motivations

This study proposes and empirically tests a holistic framework of organizational citizenship behavior (OCB) motivation that uses an altruistic–egoistic continuum. It also tests the structural relationships between altruistic and egoistic motivations and different dimensions of OCB. Analysis of questionnaire data from 398 hotel employee respondents supported eight of nine proposed relationships. Study results indicate a continuum incorporating multiple altruistic and egoistic motivations and suggest that OCB can be stimulated by both altruistic and egoistic motivations. The findings show that managers should facilitate positive social exchange in the hotel, provide constructive feedback regarding the desired performance, and encourage employees to engage more often in OCB directed toward the organization.

The Impact of Transactional and Transformational Leadership Style on Organizational Citizenship Behaviors

Abstract We investigated the impact of transactional and transformational leadership styles on organizational citizenship behaviors. The sample consisted of 213 workers of both genders who answered the Multifactorial Leadership Scale and the Organizational Citizenship Behaviors (OCB) Scale. The multiple linear regression showed that: the transactional leadership style positively predicted the OCB dimension associated to the creation of a climate favorable to the organization in the external environment; the transformational leadership style positively predicted the dimensions of OCB associated to the creative suggestions related to the system; to the creation of a favorable organizational climate in the external environment; to self-training and to cooperation among colleagues; transformational leadership style showed greater predictive power on OCB than transactional leadership. It was concluded that transformational leaders are more capable to lead their subordinates in order to take actions that go beyond their prescribed roles.

RELATIONSHIP BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND JOB PERFORMANCE AMONG ENGINEERS

This study investigated the relationships between organizational citizenship behavior (OCB) dimensions conscientiousness, courtesy, sportsmanship, and civic virtue and job performance. OCB is deemed as it is able to enhance the trait of job performance. Altruism, conscientiousness, courtesy, sportsmanship, and civic virtues as dimensions of OCB have been recognized to influence job performance. This was a correlational study with a cross-sectional design. Based on random sampling, 50 out of 68 engineers from SHAANXI AUTOMOBILE GROUP CO., LTD in People’s republic of China were chosen. Data were collected using a questionnaire- based survey. Descriptive statistics, Pearson Coefficient, multiple regressions were used to analyze the data. The results implied that OCB dimensions substantially relates positively with job performance. Based on the study, OCB is positively related to Job Performance. It emphasizes the benefits based on the new perspective of employees with OCBs who needs to be motivated in their work place.

A Case Study on the Impact of Organizational Citizenship Behavior on Total Quality Management in an Indian Public Sector Electrical Manufacturing Subsidiary

Since 1970s, the study on Organizational Citizenship Behaviour (OCB) has been conducted and the importance of this extra-role behaviour has been established. This study is conducted with a purpose of examining the impact of OCB on Total Quality Management (TQM), and to single out the most influential element of OCB towards TQM. The study was conducted in a public sector electrical machine manufacturing company that is located in South India. The data was collected using a questionnaire and Structural Equation Modeling (SEM) using Partial Least Square (PLS) method was employed to analyse the data and test the hypotheses. The results of the research shows the influence of each of the five dimensions of OCB viz. altruism, courtesy, dedication, sportsmanship and civic virtue on TQM, and explains the influence of Organizational Citizenship Behaviour dimensions on Total Quality Management in the context of an electrical manufacturing company. The study highlights the dimensions of OCB that significantly influence the Total Quality Management, and suggestions are provided to help the stake holders in strategic planning.

Relation Between Emotional Labor and Organizational Citizenship Behavior: An Investigation Among Chinese Teaching Professionals

ABSTRACTThis study examined the association between emotional labor and organizational citizenship behavior (OCB) and the mediation of work engagement in this relationship. A total of 264 teachers in Mainland China were recruited for this study. Bivariate correlation showed that both deep acting and the expression of naturally felt emotion were positively related to the two dimensions of OCB, namely, OCB toward the individual (OCBI) and OCB toward the organization (OCBO), whereas surface acting was not related to the OCB dimensions. Work engagement was also positively associated with both OCB dimensions. Regression results showed that work engagement partially mediated the relation between deep acting and OCBO, and that between the expression of naturally felt emotion and OCBI. Work engagement also fully mediated the association between deep acting and OCBI, and that between the expression of naturally felt emotion and OCBO. In light of these findings, strategies that encourage employees to display emotions consistent with their inner experience were discussed.

The relation of blue-collar homesickness and loneliness with altruism, conscientiousness, and performance: the moderating effect of relatives presence

This paper has focused on an uncared issue on the part of human resource management that of homesickness and loneliness. This research emphasizes the importance of addressing blue-collar employees’ homesickness and loneliness at work in terms of their possible effects for work behaviors. Better understanding of these effects is expected to contribute to the organizational behavior literature on a rather neglected topic about expats. The research presents evidence from research on blue-collar employees in Turkey, who are working in an Istanbul based electrical contracting company and coming from other cities. In the study, the relationship among the variables of homesickness, loneliness, performance, and two dimensions of organizational citizenship behavior (altruism and conscientiousness) are examined. Survey method was used to gather data from 150 participants and the analysis was conducted with SPSS 20. According to the results of the study, homesickness and loneliness are positively related and they have been found to negatively affect performance and the two dimensions of organizational citizenship behavior. The moderating role of relatives’ presence in the construction yard was also searched and partial support was obtained. Although employees experienced homesickness in terms of difficulty to adapt to their new environment, they could still demonstrate conscientiousness if they had a relative at workplace. The overall aim of this research was to investigate the concept of homesickness and loneliness in the workplace. Study results are hoped to shed light on issues related to training, and management of stress for employees and developing a supportive network in the organization.

항공사 승무원의 감성지능이 자기효능감과 조직시민행동에 미치는 영향

The purpose of this study was to assess the effects of the emotional intelligence of airline cabin crew on self-efficacy and organizational citizenship behavior. A total of 339 samples were conveniently selected from airline cabin crews of Asiana airline and Korean airline from February 28, 2015 to March 14, 2015. The results were as follows. First, among the sub-dimensions of emotional intelligence, regulation of emotion and use of emotion had a positive effect on self-efficacy. Second, self-efficacy did not have a significant effect on any of the five dimensions of organizational citizenship behavior. Third, others’ emotion appraisal had a positive effect on courtesy, sportsmanship, altruism, civic virtue and conscientiousness dimensions of organizational citizenship behavior. Meanwhile, use of emotion also had a significant effect on conscientiousness, civic virtue and altruism. Regulation of emotion had a significant effect on courtesy, conscientiousness, altruism and civic virtue dimensions except for sportsmanship. Self-emotion appraisal did not have a significant effect on organizational citizenship behaviors. Suggestion of this study is that airline cabin crews’ emotional intelligence is an important antecedent of self-efficacy and organizational citizenship behavior, So there is a need to consider the emotional intelligence to human resources management.